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Department of Premier and Cabinet

Appendix B - People Matter Survey

Appendix B – People Matter Survey

The People Matter Survey 2016 – the Tasmanian State Service workforce survey (the Survey) was open to all State Service employees and officers from 10 May to 1 June 2016.

The Survey asked employees questions about their experience of work, including topics such as change management, employee engagement, workplace health, safety and wellbeing, job satisfaction and team work. A range of new questions were asked this year, including on workforce diversity, change management and learning and development.

A total of 8,202 people participated in the Survey in 2016, providing a response rate of 29.5 per cent for the State Service.

Response rates of individual agencies varied. The lowest response rate was 21 per cent. All but two agencies achieved responses above 30 per cent, which means their results are statistically valid.

What our employees said about the Survey

  • “Keep the hard questions coming - it’s the only way to reform organisations!”
  • Thank you for the opportunity to have a say.”
  • “This is the best survey yet! It asks the right questions!”
  • “The Survey contained questions relevant to any role in the Service.”

A brief summary of the whole-of-service results

The whole-of-service results were generally positive – for example, despite a year of changes across the State Service, the results present an ‘engagement score’ of 67 per cent. This score is an improvement on last year’s score of 66 per cent.

The categories that participants responded to were different in 2016 to previous years’ surveys to provide more accurate results. For example, participants were given ‘don’t know’ or ‘neither agree nor disagree’ options this year.

Given this, it is not advised to directly compare the results between 2015 and 2016. In 2015 the results were provided to us as a ‘percentage agreement’, but this year we received results for each response category. Therefore, if 50 per cent of people ‘agree/strongly agreed’ to a 2016 question, the reader should not assume that the other 50 per cent were ‘disagree/strongly disagree’, as respondents may also have selected ‘don’t know’ or ‘neither agree or disagree’.

There were strong positive results across all agencies in areas like engagement; role clarity and intrinsic reward; and belief in their work being responsive to the needs of the community. For example:

Question % agreement

I provide help and support to other people in my workgroup.


I believe the work I do is important.


My workgroup strives to achieve customer satisfaction.


I have a clear understanding of how my own job contributes to my workgroup’s role.


The following areas may require improvement at the whole-of-service level: how change is supported; supporting employees to purse their career goals; and the impact of workplace-stress. For example:

Question % agreement

There is a clear consultation process when change in my organisation is proposed.


I am provided with the opportunity to influence changes in my organisation.


I have control over the workplace issues that cause me stress.


I have the opportunity to progress my career goals within my organisations.


With reference to these findings, ensuring that employees are provided with support and information through change processes will continue to be a priority for agencies and at the whole-of-service-level. SSMO will work with agencies to understand and respond to their 2015-16 results in the coming months.

Further information about the 2016 People Matter Survey and previous surveys can be found on the SSMO website

Back to: Appendix A